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Interventions for poor employee performance in HR management

Dec 18, 2022 | 0 comments

Dec 18, 2022 | Essays | 0 comments

Any organization’s human resource management department has its responsibilities cut out and is mandated to ensure all employees produce optimal performances. When the output of each worker is dismal and regarded as poor given the standards set out by each organization, then the department head is required to assess and provide information to the entire management through a proper report highlighting the underlying issues. The main factors that lead to poor performance are ability and motivation. As a manager leading the human services administration, checking each employee’s ability and motivational factors help understand the reasons for poor performance. When an employee is less motivated in their daily work, the output is definitely predicted to fall. When abilities are the issue after investigation, solutions tend to differ from solutions to help motivate workers.

Several solutions are brought forth when such problems present themselves, and every problem comes with unique solutions depending on the nature and line of operations of every organization. Therefore, the following interventions are practically possible to help ensure employees improve their performance. One retraining the worker to help enhance the ability to find solutions to dynamic issues in daily management operations. The other intervention could be to reassign the employee to other positions and responsibilities under which they can perform well. Such might improve the work output if the problem was a mismatch of responsibilities and the training the employee partook in earlier before being offered the opportunity to serve. Third, it could supply and allocate more resources towards employee activities since that could hinder the worker from meeting the set targets. When evaluation of work indicates that activities being carried out demand more resources, it is prudent for a manager to allocate more resources to such employee to improve production (Weiner, 1982).

Fourth, it will be proper to refit the worker’s other tasks and job description that either reduces responsibilities to enhance the technical knowledge that the employee possesses if, indeed, firing the worker is not an option I have as the head of the human services department. Other interventions that could come in handy in solving poor performance issues include setting targets for the employee and continuously monitoring how there are doing towards meeting the set targets. Furthermore, allowing corporation and assistance from colleagues amongst employees helps improve interpersonal skills and, in the long run, helps improve results from worse to good results. These are just some of the intervention strategies I would employ as an organization’s manager of the human services department.

Given the set-up of an organization and the nature of the operations witnessed in daily occurrence, issues of diversity and inclusion crop up and require pre-requisite strategies to deal with such kind of new emergence in management and administration. For instance, to deal with the problem of inclusion and for all employees to feel they belong to the organization, such measures would be practicable for me to use. One, dressing code to be used in the organization will be similar and uniform for males and females. The idea of having a similar uniform is to show equity in terms of employees’ value to the organization. Two, structuring the office layout and adopting the open office structure to allow easy interaction amongst employees. This helps everybody manage their interpersonal skills and sets the stage for more people to know each other better and work as a family. This enhances inclusion within the organization, thereby acting as motivation to increase each worker’s production levels. Such are just some strategies to help enhance inclusion in an organization. If the organization wants to exclude co-workers, then applying the direct opposite will enable them to achieve exactly that of exclusion. Other ways could be to create teams with specific mandates and responsibilities and put them under one leader. For instance, if the organization can create departments for finance, marketing, human resource, administration, security, transport, and others, then have qualified individuals run them. Each department can have a head that reports to the general manager. Their work becomes coordinated and easier to manage since the departmental heads are answerable for what happens to their team. Within the teams, inclusion is enhanced, and working as a team helps improve productivity in each department and the entire organization.

A manager creating an environment that allows the inclusion in an organization that has proven to increase production should be a top agenda. Some of these issues require strategies developed as policies within the organization. From dress code to the structure of operations to the mode of conducting business within the organization ought to be made policies. This enables proper coordination and smooth operations within the organization. Some may not be possible to be policies, but rules and regulations enshrined within the organizational policy are needed for uniformity in management.


.Weiner, M. E. (1982). Human services management: Analysis and applications. Homewood, Ill: Dorsey Press.

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